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Top Laterals/New Partners TUESDAY, MARCH 22, 2016 Lateral Hiring and the Small, Boutique Law Firm

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Top Laterals/New Partners TUESDAY, MARCH 22, 2016 Lateral Hiring and the Small, Boutique Law Firm | Special Section | March 2016 Top Laterals/New Partners Joseph Mares) Coles, Laura Joseph by Amy (Photo Hollihan, Medved P. M. James George left, From Butcher, L. group: Jayme Rome’s Moran, Blank T. 2 3 4 9 10 16 Lateral Hiring and Marketing Activities The Top Lateral More Notable New partners New Perspective on the Small, Boutique That You Can Take Hires of 2015 Laterals: The Lateral Recruiting in Law Firm to Your Next Runners-Up 2016 (or Any) Firm 2 • Top Laterals/New Partners TUESDAY, MARCH 22, 2016 Lateral Hiring and the Small, Boutique Law Firm That means lawyers must under- BY EDWARD KANG Edward T. Kang, UNDERSTAND THE BUSINESS OF Special to the Legal managing member LAW stand the relationship between the of Kang Haggerty & While some lawyers still believe economy and the services that they hinking about making a lateral Fetbroyt, devotes his their services are unique and that provide. Those who understand this move to a small, boutique law practice to business only they can provide these services, relationship will likely anticipate the firm? Recruiting successful T litigation and other that thinking changing laterals is critical to any firm’s suc- litigation involving does not reflect demands of the cess, regardless of size, and firms business entities. the reality of our industry, which consider many factors in making a world. The legal For a small, boutique will help them lateral hire. But for a small, boutique industry, much tailor their legal firm, a lateral hire will have an imme- SMALL, BOUTIQUE FIRMS VS. BIG like any other law firm searching for services at the appropriate fee diate impact. While big law firms can FIRMS industry, is defined by the a lateral recruit, it is structures to hire in large numbers and count on As many excellent articles have product it sells – meet demands. the laws of attrition to weed out the illustrated, for a lateral candidate critical that the firm that is, legal ser- Offering differ- good from the bad hires, it is critical there are a number of important con- vices. The prod- ent fee structures that small, boutique firms make the siderations in making the choice consider not only the uct is influenced to different cli- right calls—for the sake of both the between a big and small firm: quality and controlled candidate’s legal skill, ents is difficult at law firm and the lateral. of life, opportunity for career by the laws of big firms. In Having a specific area of exper- advancement, firm culture, and level supply and but also the candidate’s small, boutique tise for the practice area of the new of compensation, to name just a few. demand, and firms, however, firm is a must. But, a successful ability to understand the For a small, boutique law firm search- many of the ser- lawyers have candidate should have more to ing for a lateral recruit, it is critical vices that law- business of law. greater flexibility offer than just the requisite legal that the firm consider not only the yers provide are with fees. In skill set. Being a successful lawyer candidate’s legal skill, but also the fungible. small firms, each is about much more than just “win- candidate’s ability to understand the Lawyers who lawyer is viewed ning” cases. The best lawyers can business of law. Success in a small, understand and practice this princi- as the seller of legal services whereas still fail as a result of a poor busi- boutique law firm is not purely deter- ple will do well in small firms. in big firms the organization is ness decision. A successful candi- mined by an attorney’s legal skills. Understanding this principle means viewed as the seller. At a small, bou- date should bring her business acu- Success is also determined largely by thinking about the current demand tique firm, each lawyer, as an indi- men to the firm and show that she the attorney’s ability to understand for legal services, as well as the vidual seller of legal services, has the has a good grasp of the business of the business of law and implement a demand for next year and the flexibility to accommodate her cli- law. plan using that understanding. demand in five years, or in 10 years. Boutique continues on 17 TUESDAY, MARCH 22, 2016 Top Laterals/New Partners • 3 Marketing Activities That You Can Take to Your Next (or Any) Firm always plant the seeds of success, being the keynote speaker for a lun- BY JAMIE MULHOLLAND Jamie Special to the Legal Mulholland is a wherever you go. cheon where he asks a young man walking by if he can have more but- national law firm MEET THE MARKETERS ou’ve joined a new firm as a ter. The kid says, “I can’t promise marketing consul- If your new firm has an in-house lateral partner. anything, but I’ll check.” Tunney tant based in south- marketing staff, they’ll have an orien- However, the opportunity says, “Do you know who I am?” and Y ern New Jersey. tation process in place. Don’t wait came about—through a personal rattles off his professional accom- Learn more at until you are connection or via a recruiter—one plishments, not- www.mulholland- there to get start- thing is for sure: you’re not there ing that he is the marketing.com. ed. Yes, you are for your good looks, it’s for your featured guest at good looking book (of business). It very busy wrap- Consider how you the lunch. The is understood that you are a rain- ping things up at kid says, “Do you maker, and your new partners are (for both you and the firm)? your current got where you are: by know who I am? hoping to feel the spray on their Thinking about all that can be dis- firm, but surely enjoying what you I’m the guy in faces as you walk through the door. tracting, shifting your focus away you have time for charge of the In the immortal words of David from your practice to an all-con- a phone call? do, doing it well, butter.” Bowie and Freddie Mercury: suming preoccupation with what Better yet, you Obviously a “Pressure!” the firm needs from you—where eat, right? and employing simple yarn, the story Everyone knows the market situ- their numbers need to be and what Chances are your reinforces how ation of recent years, and there are their goals are. new marketing principles of law firm people take countless law firm studies and sur- In a situation like this, it helps to director eats, too, marketing. pride in their veys with statistics on how equity go back to the basics. Consider how so maybe you jobs and estab- partners feel more pressure than you got where you are: by enjoying could grab lishing a respect- ever to keep things lean and mean. what you do, doing it well, and breakfast at the ful bond from There are high expectations both employing simple principles of law same place and the get-go with those who support ways: from your firm in terms of firm marketing. Remember that the same time to discuss your first you will go a long way toward “get- billing and cost efficiency, and other Philadelphia success story, collaborative projects? Not only does ting more butter.” from you in terms of support. After Rocky Balboa? Whenever he was this get them started working for you, Besides, this is not just another all, how can you keep that book rattled by the lights and glitter of it establishes a valuable personal task to check off. This is an exciting, looking good without administra- notoriety, it was always about connection in the firm. ongoing collaboration: the promo- tive support? How do you make returning to fundamental values There’s a retired NFL referee, Jim tion of you! Certainly, talk about the Tunney, who is a popular motiva- this leap with the assuredness that and practices that got him though. initial things that are a part of bring- tional speaker. He tells a story about it will be worth it on the other side By doing that yourself, you will Marketing continues on 17 When you need an expert, you need TASA. For quality, variety, and fast turnaround, attorneys trust The TASA Group. It takes an expert to find an expert. That’s why attorneys who want fast results call The TASA Group. • Personalized service that helps you get the best expert – the first time • High quality, hard-to-find experts • A proprietary database of experts screened by TASA • No charge until an expert is designated or engaged • Industry-leading innovations like free, expert-led CLE webinars, Challenge History Reports, Cyber Security, and e-Discovery and Forensics solutions TECHNICAL ADVISORY SERVICE FOR ATTORNEYS • Thousands of attorneys served since 1956 800-523-2319 [email protected] When you want the shortest route to the largest range of experts, think The TASA Group. TASAnet.com 4 • Top Laterals/New Partners TUESDAY, MARCH 22, 2016 The Top Lateral Hires of 2015 BY GINA PASSARELLA Of the Legal Staff ateral movement in 2015 showed there is strength in Lnumbers, whether it be a group departure to another law firm, the formation of an entirely new firm or the combined effect a number of lat- eral defections has in causing the collapse of a firm. Among our top 10 largest moves in 2015, two groups caused out-of-town firms to open in Pittsburgh, another large group defected to form a new insurance defense firm, two small firms merged into larger shops, a team from a closing Lancaster firm bolstered the education practice of a one-time com- petitor and the name partners of anoth- er firm scattered in the period of several months, forcing their firm to close.
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